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Your business is paying what you feel is a fair wage to your employees. So it is natural that you want to get back improved employee performance. However, the classic struggle is that some employees keep back the best they can do. There are many possible reasons for this situation, and you can likely think of a few. Most people know what the minimal effort is to keep them out of hot water. Then they settle into their minimal performance routine and tend to stay there.
Since that’s not beneficial to your business, let’s figure out some simple approaches to get the most out of your employees.
So, to help raise the bar, here are seven approaches that encourage your staff to give you improved employee performance.
1. Employees are happier when their duties and responsibilities are closely aligned with their needs. This is about what they feel will give them a higher level of satisfaction. If you talk to them, they will often tell you about their career aspirations and goals. To be fair to employers, we all know there are times when business needs to supersede personal requirements on the job. In these cases, you can usually get a solid buy-in with sincere communications. Most people are reasonable and understand there are times when sacrifices must be made. This interaction leads to higher employee performance in the long term.
2. Be truthful with all employees in business communications and about decisions made at higher levels. People can tell when they are not getting the full story. When this occurs, very little positive results come about, and it usually leads to negative feelings. Or, existing negative attitudes are reinforced and it tends to become a downward spiral. Explain the situation in the event that confidentiality issues are present.
3. Many employees have skill sets that are not being used either fully or at all. This is where processes that let you know about these hidden skills can be valuable. The reason you should know more about your employees is you may be able to use their skills. At least, you do not know how skilled they are until you find out. Of course this can cause challenges such as how to compensate them at a higher rate. The flip side of this is your business can save substantially if it prevents hiring or outsourcing the work to someone who is much more expensive. So, another way to gain improved employee performance at little expense.
4. All of us have the need to know we have a voice at work. So open lines of communication that are meaningful are essential for good morale. Sometimes high frustration levels build, and an employee may want to vent a little and make you aware of a situation. If needed, make a culture change if communications have not been a strong point in your company.
5. Your business may have the most inefficient and exasperating processes that make people want to scream every day. The only problem is you don’t know about it. Or, even worse, you do and feel it is something they can live with. It is your business, but you know that a situation and high emotional reactions only get in the way of maximum performance.
6. Identify positive contributors in your organization and reward them. We all like to be recognized regardless of what it is. There are so many ways to implement a program of rewards and recognition. Some businesses started an employee of the month program. Their reward was public recognition at a monthly meeting, and they were given the best parking space for the entire month. Really it was well received and it cost nothing to implement. And yet the program met its goals of improved employee performance.
7. Lastly, how well trained are your employees? Or if they are trained, do you provide training for updating their skills? This is where you will have to assess the needs and status of your business. Identifying areas for training and improving skills will repay your business with improve employee performance for years to come.
How to hire the right employee – are you making these mistakes?
Employers must hire enough staff to ensure the smooth operation of the business. But how do you select the right candidate for a position, mainly when there are too many candidates available to interview. In fact, the internal hiring process is rather a difficult matter for all employers.
If a mistake is made during the recruiting stage, the company can face negative consequences of having the wrong sort of employee mix, and maybe some legal issues to boot. It is essential recruiter to recognize and avoid the common mistakes that are made during an interview.
Some employers want all their employees to be alike or just like them, with the same sort of strengths and weaknesses. But in that case, there will be no diversity in their teams and the weaknesses of work culture won’t be rectified by someone who has better work strengths. The recruiter should be impersonal in attitude and consider only the qualities that will suit the company or department’s open position. Temp services provided by the staffing agencies are more impartial in hiring the best candidates for their client companies.
Many employers show a preference for a specific educational institution and like to hire graduates from these organizations without properly checking their personal capabilities, which can prove to be a serious mistake. Moreover, the recruiter should not hold any positive or negative notion about a candidate, based on first appearance; since many people can turn out to be valuable assets for their companies, regardless of appearance. These decisions could also lead to serious EEOC and legal ramifications.
The recruiter should set up a questionnaire that will test the exact capabilities of the candidates and their suitability for the open positions. A pre-structured interview will find out the hidden qualities of every candidate, so that the best one can be hired. The services offered by staffing agencies – screening, references, and all-inclusive interview processes – are highly efficient for discovering the most competent employees for their clients.
The recruiter should find out if the candidates have undergone extra training or completed courses, gained licenses or certifications to acquire the skills they will need to fulfill the required job skill set. If the necessary skills are missing, even post-recruitment training cannot help the new employee learn everything he needs to do. Calling past employers to verify stated skills is also important.
It is the duty of the recruiter to let the candidates know in detail about their probable job duties in their company. The work culture and the salary structure should also be discussed with the candidates so that the applicant can have the option of backing out at that time if he finds the job not suitable for him. That will save a lot of grief and extra effort if that person later discovers the job and his skills don’t match or wasn’t what he expected.
“Funny thing, employment. If you keep doing it, you keep getting paid.”
― N.K. Jemisin, The Kingdom of Gods
We at Flexicrew Staffing were talking about how baseball, HR and staffing have many traits in common. We got into this conversation because Major League Baseball’s 2017 World Series kicks off October 24. If needed, game 7 would slide into November (Brrrr!).
So here’s our take on a list of 6 ways managing HR and staffing for your company is like baseball’s World Series:
From baseball spring training right up to selecting the best players who will be on your playoff team, the #1 priority is firming up the roster. Contracts were taken care of over the winter, so teams already know what stars will be playing. But the utility players and the rookies…like temporary workers in a company. Those players, just like temporary workers, continuously need to show managers or baseball coaches what they can do. And the coaches have got to look closely at the talent in front of them so they can figure out who’s going to help the team win the Series and who’s going back to the minors.
Sound familiar? One of the hardest parts of running an HR department is hiring and administering the company’s staff. And working with line supervisors to evaluate the performance of temp workers who could hit a home run for your business and for themselves by getting hired permanently.
Coaches don’t just figure out who’s on the team. They must decide who plays what positions, come up with batting orders and pitching rotations and bench players. HR managers and hiring managers need a lot of planning to judge your staff and how best to use it. In baseball, you put your power hitter in the 4th batting position or “cleanup,” because that’s where he can drive in the most runs. Business, projects go to the best person for the job. Have a big rush order? Who’s your cleanup hitter?
Baseball spring training provides a time for players to work out together, getting them in shape for the season.
An HR department in a company makes sure employees are “in shape” by giving them the tools they need to do their jobs. Whether this means recommending training so your crew can keep up with changes in the field, or providing benefits that help you maintain a healthy workplace. Staying on top of these HR issues and making sure everyone’s ‘in shape’ will pay dividends in the long run and make for a happier workplace.
As you might expect, baseball, HR and staffing have many things that don’t work out as planned – so you must be flexible. There are business peaks and valleys, so you often need a flexible workforce to match a production workload. If something isn’t working, you don’t stick with it just because it’s written in your plan on your baseball lineup card. Players, like workers, get hurt or have slumps or sometimes just don’t perform to expectations. Adjusting your plan to the current situation is the only way to stay on top, whether you’re trying to win baseball games or run an HR department.
In baseball, the old saying is “Pitching wins games.” But, do you know how important it is to have a great ‘pitch’ about your business and for any current job opening? Every HR and staffing person should be able to describe their business rapidly and concisely, and be able to pitch benefits of an available job with attractive slant to top-flight candidates.
A pitcher can give up 5 runs one day but throw a no-hitter in his next game. Each day is a new start, a new chance to win. The best ballplayers watch video of their performances, looking for ways to improve what they did yesterday.
The most successful HR and staffing managers do something like that, though they don’t need video to look back at what they did. You need to spend time at the end of each year and decidewhat went wrong and right. Ask your internal ‘customers’ what could have been done better to support them. Ask employees what support they look for from HR going forward.
Use all this to plan your next year and include those improvements to win the next World Series.
If you learn anything about HR and staffing from baseball and the World Series, it should be that preparation, staffing and adjusting are the keys to success.
And don’t forget the hot dog.
How about you? Do you see any common threads between baseball, HR and staffing? Let us know your thoughts.
For more information on how Flexicrew can deliver proven solutions to your business, visit http://www.flexicrew.com